Recruitment

Brief description

  • Tasks and activities in workforce planning, recruitment, selection, e.g. selection methods and their limitations (e.g. unconscious bias)
  • Current global trends and developments on the local labour market as well as recruitment (e.g. AI, green recruitment, international hiring)
  • Candidate experience and candidate journey
  • Digitization in recruitment (tools, platforms, strategies)
  • Sourcing and other active recruitment strategies
  • Recruitment funnel and recruitment analytics

Mode of delivery

face to face

Type

compulsory

Recommended or required reading and other learning resources/tools

Bruno, B. (2020). High-Tech High-Touch Recruiting: How to Attract and Retain the Best Talent by Improving the Candidate Experience. Kogan Page. //
Tarki, A. (2020). Evidence-Based Recruiting: How to Build a Company of Star Performers Through Systematic and Repeatable Hiring Practices. McGraw Hill. //
Lussier, R.N. & Hendon, J.R. (2019). Fundamentals of Human Resource Management (2nd edition). Sage. //
Armstrong, M. & Taylor, S. (2023). Armstrong's Handbook of Human Resource Management Practice: A Guide to the Theory and Practice of People Management (16th edition). Kogan Page.

Planned learning activities and teaching methods

Blended learning (online and presence teaching, inverted classroom with e-learnings for self-study), single and group activities for self-study (e.g. micro presentations in class) as well as follow-up discussions of open questions, role plays (e.g. for candidate interviews), guest lecture on current trends or digital tools, online quizzes during self-study phases for individual learning success checks or during presence phases as repetition

Assessment methods and criteria

Written final examination (60 %, open questions, open book).
Content criteria of the final examination: degree of problem identification and problem characterization, correctness and complexity of the solutions with regard to technical and methodological competence.
Formal criteria of the final examination: completeness of the answers, linguistic differentiation and independence of the presentation of results.
Immanent assessment of learning outcomes (40 %, e.g. in the form of intermediate tests, small group work for choice of an ATS, presentations).
Content criteria immanent assessment: degree of problem identification and problem characterization, complexity of solutions in terms of technical and methodological competence, consideration of the individual case study context and confidence in answering concluding questions.
Formal criteria immanent assessment: compliance with formal requirements, linguistic differentiation and correctness, independence and creativity in the presentation.

Prerequisites and co-requisites

Einführung zu People Management & Employee Lifecycle

Infos

Degree programme

People & Culture Management (Bachelor)

Cycle

Bachelor

ECTS Credits

3.00

Language of instruction

English

Curriculum

Part-Time

Academic year

2025

Semester

2 SS

Incoming

No

Learning outcome

After successful completion of this course, students are able to

  • identify and analyse the tasks, requirements and activities involved in workforce planning, recruitment and selection of external candidates,
  • explain the current labour market situation with its change from employer to employee market as well as its effect on recruitment (skill & talent shortage) and design a positive, authentic and coherent candidate experience to promote identification with an organization through all touchpoints,
  • choose appropriate strategies and measures in recruitment and selection to meet the specific demands of an organization in external workforce, based on evidence-based, fair and ethical criteria which are in line with the diversity principles,
  • describe the impact mega trends like digitization, globalization or sustainability have on recruitment and discuss the current recruitment and selection trends like AI for selection or green recruitment,
  • compare different platforms and tools for digital recruitment according to their purpose and fit for the organization’s objectives,
  • use active sourcing techniques and employee referrals to identify and address suitable candidates appropriately,
  • construct a measurable recruitment funnel and a process for evidence-based continuous improvement and
  • evaluate the status quo of recruitment digitization in an organization and formulate measures for improvement

Course code

1582-24-01-BB-DE-12